How to hire a door assembler

How to hire a door assembler, step by step

Here's a step-by-step door assembler hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a door assembler job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new door assembler
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a door assembler, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A door assembler's background is also an important factor in determining whether they'll be a good fit for the position. For example, door assemblers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of door assemblers.

   Type of Door Assembler	Description	Hourly rate
   Door Assembler	Assemblers and fabricators assemble finished products and the parts that go into them. They use tools, machines, and their hands to make engines, computers, aircraft, ships, boats, toys, electronic devices, control panels, and more.	$12-17
   Metal Fabricator	A metal fabricator manipulates metal for construction and manufacturing companies. They are required to cut, shape, position and align different metals... Show more	$13-23
   Fabricator	A fabricator specializes in manufacturing and assembling equipment or devices, ensuring every product's quality and efficiency. There are instances when a fabricator is required to make multiple gears, conduct verification processes on product schematics and specifications, perform quality control inspections, and test the product in different environments... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Tape Measure
   • Hand Tools
   • Assembly Process
   • Safety Rules
   • OSHA
   • Power Saws
   • Quality Checks
   • Door Shop
   • Exterior Doors
   • Assembly Operations
   • Table Saws
   • Door Frames
   • Customer Orders
   • Door Panels

   Check all skills

   Responsibilities:

   • Use initiative and time management skills for loading and unloading of materials in a fast pace work environment.
   • Complete production reports to communicate team production level to management.
   • Excel in interpreting detail aligning units using jigs and fixtures, and inspecting complete components to ensure conformance to specifications.
   • Excel in interpreting detail aligning units using jigs and fixtures, and inspecting complete components to ensure conformance to specifications.

3. Make a budget

   Including a salary range in your door assembler job description is a great way to entice the best and brightest candidates. A door assembler salary can vary based on several factors:

   • Location. For example, door assemblers' average salary in florida is 38% less than in north dakota.
   • Seniority. Entry-level door assemblers earn 32% less than senior-level door assemblers.
   • Certifications. A door assembler with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a door assembler's salary.

   Average door assembler salary

   $14.92hourly

   $31,041 yearly

   ---

   Entry-level door assembler salary

   $25,000 yearly salary

   Updated December 19, 2025

4. Writing a door assembler job description

   A door assembler job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a door assembler job description:

   Door assembler job description example

   Do you enjoy utilizing your manufacturing skills? Do you pride yourself on delivering exceptional work that will be sold to and enjoyed by customers? If so, NAC wants you to join our family! We are seeking hardworking individuals to join our Interior Door Assembly team. In this position, you will assist in the assembly of interior doors and other related products. An attention to safety is a must for this role, as you will be expected to understand and adhere to safety policies and regulations! Please consider applying to NAC today!
   
   Essential Functions & ResponsibilitiesPerform all job operations in a safe manner in accordance with company safety policies. Read work tickets of items to be assembled using product knowledge and reading skills.Immediately after receiving work tickets read, prioritize and set-up schedule (daily). Assist in set up of machinery using work tickets and trade skills for specified product line. Set-up machinery daily, depending on the job to be performed.Coordinate necessary materials for production using work tickets and trade skills for specified product line. Fabricate/Assemble materials for the production of the finished goods specified using work tickets and trade skills.Inspect finished product for quality using product knowledge and work ticket. Report all damaged material to the Interior Door shop supervisor so that it may be recorded, in order to maintain accurate inventory records. Mark damaged material with label supplied by the supervisor. Assist in the shop housekeeping i.e. sweeping, storing, and cleaning. When needed licensed / trained employees will operate a forklift in a safe manner.
   
   Company Mission and Continuous ImprovementMission Statement - lives up to the company mission, values and strategic goals. “Provides exceptional products and services to every customer, every time. Always promote a positive image of our company and our employees.Continuous Improvement- gets involved on teams or individually to make and implement suggestions. Uses reliable methods to improve the efficiency of his/ her job method or the department to make small improvements to our business every day. Maintain work areas to 5s standards.(Sort, Set, Shine, Standardize, Sustain & Safety)
   
   Required Education & ExperienceMust be at least 18 years of age High School diploma or general education degree (GED) Hand and power tools experience standard to the carpentry field (see list below) Ability to use measuring devices such as a tape measure and transfer them to a production piece within 1/32' Ability to apply common sense understanding to carry out detailed but uninvolved written or oral instructions; deal with problems involving a few concrete variables and standardized situations Must be able to work overtime when needed and some Saturdays to satisfy production schedule demands Must have prior experience in finish carpentry or assembly of finished wood products for the end user Knowledge of general safety guidelines in carpentry or construction field Some product knowledge of doors and door trim Experience working in a team environment
   
   Machine, Equipment & Tools Skills1-1/4” Nail Gun 1-3/8” Brad Nail Gun1” Casing Staple Gun ½” Card Board Staple½” Jamb Staple Gun2” Jamb Staple Gun3” Porter Cable Belt Sander 5” Orbital Sander Biscuit Cutter TableDelta Table Saw Door Line Assembly TableDoor Line Directional TableDouble-End Trim Saw Hot Melt GunKval Door LiftKval Jamb Machine Kval Strike Machine Mitre/Casing Machine Mitre Saw-10” Makita Mitre Saw-14” Omega Porter Cable Vibrating Sander Power Feed Radial Arm SawRouter Table
   
   Physical Demands Must take and pass post-offer screening drug test, physical and consent to a background check Standing/Walking: 8 hours repetitive on feet on concrete floor Stooping/Reaching/Bending: continuous to gather items and fabricate Overhead Lift: up to 7 lbs. without assistance and up to 14 lbs. w/ assistance.Lift/Grasp: with dominant hands and fingers up to 20 lbs. without assistance and up to 40 lbs. with assistance holding woodworking or steel components in fabrication Carry/Grasp: with dominant hands and fingers up to 30 lbs. without assistance and up to 60 lbs. with assistance Push/Pull: with dominant hands rolling carts of interior door products up to 300 lbs. without assistance and up to 600 lbs. with assistance Vision: must see near and far sighted Hearing: must hear machinery sounds
   
   Work EnvironmentShop warehouse building Must be able to work in varied temperature hot or cold depending on the weather and how it effects the shop temperature Extended work day (overtime) as needed
   Required Tools or ClothingWork Boots with unworn treads Tape MeasureLunch box or lunch tote to bring lunch No hooded sweatshirts with strings

   Copy this example

   

5. Post your job

   To find door assemblers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any door assemblers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level door assemblers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your door assembler job on Zippia to find and recruit door assembler candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with door assembler candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new door assembler

   Once you've selected the best door assembler candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new door assembler. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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